Criminal background checks help you make informed decisions and build a trustworthy team.
Trust & Safety
A comprehensive criminal background check helps you build a team you can trust, while also mitigating risk and protecting your company’s reputation. Using criminal record background checks during your hiring process helps you:
Reliable, Accurate Results
A criminal history record helps you make an informed decision about your candidate and assess any risks associated with bringing someone with a criminal record onboard. Searching national, federal, state, and county databases in the United States can
A criminal background check may reveal a candidate’s criminal history information, including:
A criminal record check may also report history of incarceration as an adult, arrests pending prosecution, active warrants, and infractions.
Types of Searches
Nationwide Criminal
Databases Search
Searches 850 million records from thousands of jurisdictions in the United States to report crimes prosecuted in state and local courts, including Department of Corrections, Administrative Office of Courts and state, county and township courts.
Federal Criminal Court Search
Searches the U.S. Federal Government’s PACER criminal record system, a national index for U.S. district, and appellate courts, to report crimes that are prosecuted under federal criminal law in federal courts such as tax evasion, fraud, embezzlement, identity theft, interstate trafficking, and kidnapping.
County Criminal Court Search
Searches county courthouses to find any convictions and pending cases including DUI, DWI, assault, theft and burglary. Searches are available for all 3,200 county courthouses in all 50 states. Since many counties have not digitized their court records, professional court runners search these county court records.
Statewide Criminal Records Search
Searches state level criminal records from sources including State Judicial Court System, State Police, State Department of Law Enforcement, Administrative Office of the Courts for infractions, misdemeanors, and felonies. Since some states don’t include complete county history, county-specific searches are recommended to ensure thorough results.
Sex Offender Registry Search
Searches registries across all states to uncover where a candidate may be currently registered as a sex offender.
Domestic Watch List Search
Searches U.S. government sanction and watch lists, including the FBI’s Most Wanted and the Office of Foreign Assets Control (OFAC). Learn about our sources.
Global Watch List Search
Searches international sanction and watch lists, including INTERPOL Most Wanted list and the European Union terrorism list. Learn about our sources.
International Criminal Records Search
Searches a foreign country’s criminal records for candidates with international backgrounds who are working in the U.S. Each of 223 countries has its own application checklist detailing required information, forms and turnaround times.
Compliance
Employers using a Consumer Reporting Agency (CRA), like GoodHire, to run a criminal history record check to assess candidates during the hiring process have important responsibilities to ensure a fair and respectful process for the candidate, and to comply with various laws and regulations that govern employment screening. Find out how GoodHire’s built-in tools and workflows help you stay compliant.
Federal Fair Credit
Reporting Act (FCRA)
When the results of a criminal records search prompts a decision to deny employment, the FCRA requires employers to follow specific adverse action steps.
Equal Employment Opportunity Commission (EEOC) & Title VII
The EEOC offers recommended guidelines to conduct individualized assessments so employers can make fair, informed decisions.
Ban The Box & Fair Hiring Laws
A patchwork of state, county, and city laws move the criminal history inquiry until later in the hiring process. These laws may apply based on both the employers’ and candidates’ locations. Further, some local laws may also have specific requirements for the adverse action process.
Your Organization’s Hiring Policy
If your business is conducting background checks, your hiring and screening policies should be consistent and compliant to prevent discrimination and avoid litigation and enforcement from federal agencies.
Employers and volunteer organizations may use a criminal background check service to assess whether a candidate is honest, trustworthy, or may potentially pose a threat to others. Screening may also help protect company assets, mitigate risk, and avoid potential negligent hiring lawsuits.
A criminal background check is an investigation into a candidate’s criminal history. Employers often include this type of background check in their pre-employment screening process to help select candidates who are eligible and qualified for the position they want to fill. While criminal background checks can help employers make informed hiring decisions, they must be conducted in a way that complies with local, state, and federal hiring laws. Here’s what you need to know about conducting criminal background checks.
The amount of time it takes to run a criminal background check depends on the type of search and where the records are located. Timelines can also vary depending on whether the employer or individual runs the check manually or works with a consumer reporting agency (CRA).
At GoodHire (a Checkr company), most background checks are completed quickly. Database searches—like Social Security number (SSN) traces, national criminal databases, and sex offender registries—often return results within minutes. National Criminal Database searches have an average turnaround time of less than one business day.
County criminal checks usually take one to three business days, depending on whether the county provides digital records or requires an in-person search. Statewide criminal checks typically take one to two business days, and federal criminal checks —sourced from U.S. District Courts—are often completed in under a day.
So how long does a background check take with GoodHire? Not long. In fact, 89% of criminal background checks are completed within one hour, so employers can move forward faster with hiring.
Employers and individuals often wonder what shows up on a criminal background check report. The answer depends on the type and scope of the search. A criminal background check for employers can show felony and misdemeanor convictions, infractions, and pending criminal cases. Some searches may also report a history of incarceration as an adult, arrests pending prosecution, active warrants, and infractions.
Depending on the scope of the search, domestic and global watchlists may be included, which show industry bans, such as healthcare sanctions. Sex offender registry checks may also be included, which show the offender’s date of registration and current status.
Here are some offenses that may show up on a criminal record check:
| Type of Record | Examples |
|---|---|
| Felony criminal convictions | Murder, manslaughter, rape, kidnapping, arson, theft (values larger than $500), and aggravated assault |
| Misdemeanor criminal convictions | Vandalism, trespassing, public intoxication, disorderly conduct, prostitution, and theft (values less than $500) |
| Infractions or violations | Jaywalking, littering, drinking in public, disturbing the peace, boating violations, building permit violations |
Petty offenses are typically punishable by fines but not jail time, and they may not be considered criminal offenses in all jurisdictions. Depending on the jurisdiction, infractions may or may not show up on a criminal history record. Under federal law, when employers perform a background check using a consumer reporting agency (CRA), non-criminal records may only be reported if they occurred within the last seven years. Arrests that didn’t lead to a conviction within the last seven years may appear in some background checks.
When an employer receives a candidate’s criminal history report, it may include the criminal charge, disposition, and disposition date. It’s important that employers understand how to read a background check to make informed decisions about job candidates and use the results in compliance with fair hiring laws.
A criminal background check lookback period depends on the type of record, where your candidate lives or works, and the laws that apply to the business running the check.
Under the federal Fair Credit Reporting Act (FCRA), arrests that didn’t lead to a conviction generally can’t be reported after seven years. But convictions may be reported indefinitely—unless state laws say otherwise. For example, California limits reporting to seven years for non-convictions and less serious convictions.
In some states, like Florida, there’s no state-specific time limit for reporting criminal history. FCRA limitations apply in these cases: arrest records can appear on background checks for up to seven years, while convictions may appear without a time limit. However, employers in these states should be careful to evaluate only relevant records in line with EEOC guidance and other fair hiring laws.
So if you’re wondering, “how far back does a criminal background check go?” it’s important to know that it’s shaped by a combination of federal and state regulations. GoodHire helps you navigate those rules with built-in compliance features, so you can hire fairly and confidently.
The cost of a criminal background check can vary depending on the type and depth of the search, how many jurisdictions are involved, and whether you’re using a reliable consumer reporting agency or trying to conduct checks manually.
With GoodHire (a Checkr company), criminal background checks start at $29.99 for basic screenings, with more comprehensive packages—including county, federal, and multistate searches—ranging from $54.99 to $89.99. Additional fees may apply for court access in certain counties or states, but pricing is clearly listed.
While upfront costs are important, it’s also worth considering the hidden costs of slow or inaccurate background checks. Delays in hiring can increase your time-to-fill and put strain on your team. Manual searches or unreliable providers may lead to errors, missed records, or compliance issues—all of which can create overhead, expose your company to legal risk, or lead to costly re-hiring if a candidate isn’t a good fit.
A fast, accurate background check can save hours of back-and-forth and reduce the burden on your HR team. GoodHire’s platform automates key workflows, delivers 89% of criminal checks within one hour, and offers built-in compliance support to reduce risk.
When you’re asking how much a criminal background check costs, think beyond just the price tag. A trusted, efficient provider like GoodHire helps you make safer hiring decisions faster and with less hassle.
When conducting criminal background checks for employment or volunteering, employers must comply with federal, state, and local laws. Your legal counsel can help you determine which laws and regulations apply to your organization. Here’s a look at some key federal and state background check laws you should know.
If you’re wondering, “Do employers need permission for a background check?” the answer is yes. Employers must follow guidelines set out in the Fair Credit Reporting Act (FCRA), which is a federal law that regulates how employers can use pre-employment criminal background checks for hiring, including what can be reported and how far back searches can go.
Employers must provide a FCRA consent form and a written disclosure to the candidate of the intent to conduct a background check and receive written authorization from the candidate before proceeding. GoodHire’s version can offer guidance. If relevant, employers must also identify the third-party agency, such as GoodHire, that’s conducting the background check.
If the employer decides not to continue with the candidate based on findings in the background check, the employer will need to provide a pre-adverse action notice, including a copy of the candidate’s background report and the FCRA Summary of Rights.
Candidates must also have a reasonable amount of time to respond to and potentially dispute the findings. GoodHire recommends giving candidates about five business days. If the employer’s decision remains unchanged, it’ll send a final adverse action notice. It must include:
Employers must also follow regulations set by the Equal Employment Opportunity Commission, which is a federal US agency that enforces laws against workplace discrimination.
The EEOC provides guidelines for how employers may use criminal history in making employment decisions. To prevent unintentional discrimination against candidates with a criminal record, the EEOC recommends that employers consider the nature, relevance, and recency of an offense before making a hiring decision (also known as the “nature-time-nature test”). The Commission also encourages employers to conduct an individualized assessment so the candidate can provide additional information and context about the offense. Keep in mind that some states, like California, have additional requirements aside from Title VII.
Currently, more than 180 locations—including states, counties, and cities—have Ban the Box laws that may impact the types of information employers may consider during the hiring process related to a candidate’s involvement with the criminal justice system. These laws provide guidelines that govern when an employer may ask about a candidate’s criminal history or conduct a background check.
The best criminal background checks provide accurate information for a competitive price with easy-to-understand results. Here’s a look at some of the best criminal background check providers for employers and individuals.
Whether you’re a large organization or a small business, you should look for a background check provider that complies with the Fair Credit Reporting Act (FCRA) and can be used for employment purposes. The top three criminal history background check providers include the following:
Performing a background check on yourself can give you an idea of what prospective employers may see if they conduct a criminal background check, so you know what to expect in advance. The following are some of the best criminal background checks for individuals:
Here’s an overview of background checks on the county, state, and federal level:
These searches tap into local court systems, using criminal records maintained by individual counties. Since most convictions and pending cases occur at the county level, this search offers the most accurate and up-to-date insight on felony and misdemeanor records.
However, county criminal checks don’t include federal crimes or records outside the specific county, and they also exclude juvenile records, petty infractions, and driving violations.
A county search can usually be completed within one to three business days if records are digitized. However, it can take up to 30 days in jurisdictions that require manual or clerk-conducted queries.
These searches use statewide data from law enforcement and judicial repositories to uncover criminal records within an entire state. They may include offenses that occurred in multiple counties within that state.
Not all state databases include records from every county, and they may lack the level of detail found in county court files.
The turnaround time for a state criminal record check is typically one to two business days for states with digital systems. Manual or partial updates may extend this timeline.
A federal criminal background check searches US district and appellate court records nationwide. This is how you identify federal offenses like tax evasion, embezzlement, identity theft, and crimes committed on federal property.
This type of check doesn’t surface state or county-level crimes—even serious offenses that occurred locally.
When processed through a CRA like GoodHire, results are often delivered in one business day. Manual searches may take longer if results require follow-up to confirm case details.
You can run a personal background check to see what employers or agencies might find when running a search. GoodHire (a Checkr company) offers a self-check option that lets you review your own criminal history. You can see similar types of records an employer might access, including felony and misdemeanor convictions, pending cases, and more, depending on the jurisdictions searched.
Whether you’re preparing for a job search, applying for a visa, or starting an adoption process, running a background check on yourself helps you spot errors, correct outdated information, and gain peace of mind. If you’re wondering, “Can I check my criminal record before someone else does?”—the answer is yes. Get started today.
A National Criminal Database Search scans millions of records from various sources across the country—including state and county courts, corrections departments, and watchlists—to identify potential criminal history. While it’s a useful tool for casting a wide net, it’s not always complete or up to date, which is why GoodHire uses it as a starting point and confirms any potential records at the county level for accuracy.
In most cases, expunged or sealed records won’t show up on a background check, since they’re legally removed from public view. Dismissed charges may appear, depending on the state and how the record is reported, but employers are generally advised not to consider them in hiring decisions. GoodHire helps employers remain compliant by following federal and state reporting guidelines.
How often employers re-screen employees depends on the organization’s industry, role requirements, and risk tolerance. Many employers choose to run checks annually or during role changes. Ongoing monitoring or periodic re-screening can help employers stay ahead of potential risks and maintain a safer, more trustworthy workplace.
Ban the Box laws vary in each state and municipality. These rules can influence when employers are allowed to ask about an applicant’s criminal record or at what point in the hiring process they may run a background check—for example, after an initial interview or only after an employer chooses to engage with a candidate. Some laws also shape how employers handle the adverse action process, so it’s important to review the regulations that apply in your area.
If a candidate or customer has questions during the background check process, they can reach out directly to GoodHire’s dedicated Candidate Support team for help. They’ll get clear answers, status updates, and guidance on next steps, whether that’s reviewing their report, disputing an error, or just understanding what to expect. We’re here to make the process transparent and stress-free.
Making a criminal background check a routine part of your hiring process can help you evaluate candidates for your open positions and volunteer opportunities. Partnering with a trusted background check provider, like GoodHire, can help streamline the process and provide fast, accurate results. In fact, 89% of criminal checks are complete within one hour. Plus, our user-friendly dashboard, intuitive workflows, and built-in compliance tools help simplify the screening process. See the difference and get started today.
The resources provided here are for educational purposes only and do not constitute legal advice. We advise you to consult your own counsel if you have legal questions related to your specific practices and compliance with applicable laws.
